Sexual Harassment Policy

It shall remain to be the policy of this organization that no employee shall be fright by colleagues, male or female on informal issues. When such(prenominal) incidents ar reported, they shall be treated as cases of knowledgeable harassment guilty by the notes outlined in this policy. In the case of this organization intimate harassment shall be considered to be unwelcome or unwarranted sexual advances, requests for sexual favors as well as all other verbal or non verbal (physical) conduct of sexual nature directed to an employee without his or her consented wish (Conte, 2008).This comp whatever shall in that locationfore rail the following issues as sexual harassment and shall all be punishable in equal measure without discrimination, favor or fear of contradiction ? Any form of mite or any other body contact that may be sexually suggestive. This includes but is not limited to, o Grabbing any employee nigh the waist o Patting or scratching or another persons plunk for o P ecking, tickling among other things ? Unwelcome gestures, jokes use of offensive and unrequested comments on clothing? Unwanted flirting and repeated request for dates that are turned down ? Playing suggestive music ? Display of sexually suggestive posters, pictures or objects ? Transmitting emails of suggestive nature (Koss, 2008). Procedure for account intimate Harassment Unlike other complains that this company strictly demands that the sort out channel of authority be followed, cases of sexual harassment can be reported to any person above the victims grade who the victim feels open and free to share the details of the harassment.After the senior incumbent has received these details, he is expected to channel those complains to the human imagination part within eight working hours for investigation to be conducted. The human resource department shall take the case to its committee and initiate the initial feature finding mission that shall provide the facts to the case. A fter the facts bear been gathered and there is clear evidence that the accused is guilty of sexually harassing a colleague, he or she (offender) shall be summoned and his side of the story listened.He or she shall also be expected to either approve that the misconduct he is accused to have committed are adjust as the case is, are true but are exaggerated, or refuse to accept the allegation. If he or she accepts the happening of the misconduct, a chance for a formal defense shall be offered where his side of the story shall be listened and contrasted with the facts given by the complainant. After hybridize examining the accused as well as the victim, the committee shall then take the appropriate action depending on the nature of the harassment and the facts established.Severe cases shall be penalize through termination of contract and a request to the relevant earth authorities for trials in the judicial systems. This policy is expected to promote the laws that punctuate equal employment opportunities. The Equal Employment Opportunity Commission (EEOC) is the mission mandated to promote equal employment opportunities to all qualified citizens. It therefore discourages any form of discriminate against Sexual Harassment Age, National Origin, Disability, Race, Pregnancy, Religion, Sex or Gender.The commission also roots for Equal Pay among the workers irregardless of sexuality while at the same time gets to evaluate the response towards cases of Sexual Harassment Claim (Bohlander, 2007). Reference Conte A. (2008), Sexual Harassment in the piece of work Law and Practice, Vol. 5, new-made York Panel Publishers Koss P. , (2008) Changed Lives The Psychological Impact of Sexual Harassment. New York University of New York Press. Bohlander, G. W. (2007), Managing Human Resources New York, Thomson Publishers